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min answer › question first answered

2019-05-22T14:10:53.393Z

max answer › question first answered

2019-07-17T15:52:29.533Z

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To ask the Secretary of State for Work and Pensions, whether universal credit claimants
are able to deduct the tax relief claimed by relief at source pension schemes from
their earned income figure to calculate their award of universal credit.

<p>100% of contributions to employer pension schemes, whether Net or Relief at Source
pensions, will be taken into account when calculating the level of employed earnings
in UC. This means that a UC claimant that contributes to either type of pension will,
automatically (where employers report the information correctly), have their UC entitlement
calculated on their taxable pay, after their pension contribution. This ensures fairness
for all affected UC employed claimants.</p><p> </p><p>If there is some discrepancy
in the way in which it’s reported, DWP will manually ensure that the Relief at Source
pension contribution is deducted before any UC entitlement is calculated on their
employed earnings.</p>

<p>We have checked the records that the department has kept since the introduction
of the Cabinet Office guidance on settlement agreements on 1 February 2015 and confirm
that we have one record, of using an NDA with a departmental staff member in July
2015.</p><p>The use of this NDA was unintentional i.e. the standard NDA paragraph
was accidently left in the template by mistake. We are not aware of the Home Office
using NDA for departmental staff other than this since the new guidance was introduced.
However, the records examined were cross-matched from several different data sets,
assembled for different purposes. As there were some gaps in the data sets, while
we are confident this was the only instance, we cannot guarantee that we were able
to identify every case.</p>

<p>Data for the numbers of assaults and serious assaults in each prison, broken down
by type of weapon and type of injury, is set out in the attached tables. The figures
are presented by calendar year rather than by quarter. This is because analysis at
the level of detail requested produces many results of 5 or fewer. Disclosure-proofing
to reduce the risk of identification, in accordance with the Data Protection Act 1998,
requires such low numbers to be suppressed. Even at the annual level, some such values
have had to be suppressed.</p><p> </p><p>The Government is taking unprecedented action
to improve safety in prisons. We have recruited over 4,700 more prison officers since
October 2016, and we now have the greatest number in post since early 2012. The Challenge,
Support and Intervention Plan case management process for prisoners at risk of violence
has been mandated for all prisons to help staff to manage violent prisoners and those
identified as posing a raised risk of being violent.</p><p> </p><p>We are investing
an extra £70 million to improve safety, security and decency, and equipping officers
with PAVA incapacitant spray and body-worn cameras to help prevent serious harm to
staff and prisoners when dealing with violent incidents. We are improving perimeter
security and introducing new x-ray scanners, drug-detection dogs and dedicated search
teams to address the supply of drugs that we know are fuelling much of the violence
in custody.</p>

<p>Data for the numbers of assaults and serious assaults in each prison, broken down
by type of weapon and type of injury, is set out in the attached tables. The figures
are presented by calendar year rather than by quarter. This is because analysis at
the level of detail requested produces many results of 5 or fewer. Disclosure-proofing
to reduce the risk of identification, in accordance with the Data Protection Act 1998,
requires such low numbers to be suppressed. Even at the annual level, some such values
have had to be suppressed.</p><p> </p><p>The Government is taking unprecedented action
to improve safety in prisons. We have recruited over 4,700 more prison officers since
October 2016, and we now have the greatest number in post since early 2012. The Challenge,
Support and Intervention Plan case management process for prisoners at risk of violence
has been mandated for all prisons to help staff to manage violent prisoners and those
identified as posing a raised risk of being violent.</p><p> </p><p>We are investing
an extra £70 million to improve safety, security and decency, and equipping officers
with PAVA incapacitant spray and body-worn cameras to help prevent serious harm to
staff and prisoners when dealing with violent incidents. We are improving perimeter
security and introducing new x-ray scanners, drug-detection dogs and dedicated search
teams to address the supply of drugs that we know are fuelling much of the violence
in custody.</p>

To ask the Secretary of State for the Home Department, what steps his Department has
taken to locate the 114 documents in relation to child sexual abuse and hon. Members
which were misplaced by his Department.

<p>In February 2013, the Permanent Secretary commissioned an investigation into information
the Home Office received in relation to child abuse allegations, between 1979 and
1999. That investigation was unable to locate 114 potentially relevant Home Office
files.</p><p>On 7 July 2014 the Home Secretary appointed Peter Wanless and Richard
Whittam QC to carry out an independent review of the 2013 investigation.</p><p>On
29 July 2014, the Home Office Permanent Secretary directed that a physical search
targeted on specific areas of the Department be undertaken to see if any of the 114
missing files could be located. This did not uncover any of the 114 missing files,
though one was found prior to this exercise. As part of their Review, Wanless and
Whittam interrogated what was known about each of the 114 files. They published their
analysis within their final report, published November 2014.</p>

<p>The DBS are committed to providing a full end to end service in Welsh. Advice is
available to Welsh DBS users at:</p><p><a href="https://www.gov.uk/government/organisations/disclosure-and-barring-service/about/welsh-language-scheme#dbs-certificates"
target="_blank">https://www.gov.uk/government/organisations/disclosure-and-barring-service/about/welsh-language-scheme#dbs-certificates</a></p><p>The
DBS also provide a dedicated Welsh language phone line available to support applicants.
This can be found at: 03000 200 191</p><p>At present a Welsh application route is
available for the disclosure Basic check service. DBS are currently transitioning
their IT services to new suppliers and are exploring alternative options to deliver
new online Welsh language applications for Standard and Enhanced checks.</p>

<p>The DBS are committed to providing a full end to end service in Welsh. Advice is
available to Welsh DBS users at:</p><p><a href="https://www.gov.uk/government/organisations/disclosure-and-barring-service/about/welsh-language-scheme#dbs-certificates"
target="_blank">https://www.gov.uk/government/organisations/disclosure-and-barring-service/about/welsh-language-scheme#dbs-certificates</a></p><p>The
DBS also provide a dedicated Welsh language phone line available to support applicants.
This can be found at: 03000 200 191</p><p>At present a Welsh application route is
available for the disclosure Basic check service. DBS are currently transitioning
their IT services to new suppliers and are exploring alternative options to deliver
new online Welsh language applications for Standard and Enhanced checks.</p>

To ask the Minister for Women and Equalities, how many civil servants in the Government
Equalities Office have been seconded to (a) the Department for Exiting the European
Union and (b) the Department for International Trade in each of the last three years.

<p>The Government Equalities Office (GEO) confirms no GEO civil servants have been
seconded to either the Department for Exiting the European Union or the Department
for International Trade in the last three years.</p>

<p>Organisations with 250 or more employees are now required to publish specific gender
pay gap data on an annual basis. We believe that this transparency is motivating employers
to take action, but these regulations are new and we will be monitoring them closely.</p><p>
</p><p>We continue to urge employers to go beyond the reporting requirements by publishing
an action plan, setting out the steps they are taking to improve gender equality,
just under half of employers did this in the first year. I intend to write to all
public sector employers urging them to develop a plan, and will meet influential business
leaders to press them to take action in their sectors.</p>

To ask the Minister for Women and Equalities, what steps she is taking to help ensure
that employers provide reasonable adjustments to the workplace so that people with
hidden or invisible conditions are able to (a) access and (b) stay in employment.

<p>The law is very clear that employers must make reasonable adjustments for employees
and job applicants who meet the Equality Act 2010’s definition of disability, namely
having a physical or mental impairment that has a substantial and long-term negative
effect on the person’s ability to do normal daily activities. Where a disability is
not obvious, it will be necessary for the employee or job applicant to declare their
condition, but at that point the onus passes to the employer to meet its legal obligations.</p><p>
</p><p>To help employers comply with the law, the Government has issued guidance on
the duty to make reasonable adjustments, here: <a href="https://www.gov.uk/reasonable-adjustments-for-disabled-workers"
target="_blank">https://www.gov.uk/reasonable-adjustments-for-disabled-workers</a></p><p>
</p><p>In addition, guidance on this subject has been issued by Acas and by the Equality
and Human Rights Commission, which has also published a statutory code of practice
for employers. Where employers fall short on their obligations, legal remedies exist
for employees and job applicants, together with Acas’s early conciliation service,
which aims to settle disputes before they reach the employment tribunal.</p>